Managing an improvement process? You as a leader make the difference

Are you on the eve of a major improvement project within your organization? Then chances are that you, as a change manager, will be confronted with the following question: “How do I get the people in my team on board? How do I get them to decide to do things differently, in terms of both content and behavior? And how do I get them intrinsically motivated from their own free will? So that the change not only benefits our organization, but also the individuals in it?”

It’s not crazy to ask yourself this. On the contrary. Given the key role you play within these kinds of trajectories, you must ask yourself this. After all, if this succeeds then you and the team can handle tomorrow, and the day after tomorrow. Not only that: then the organization is also agile and ready for the future. But how do you get this done?

As a leader, it is important to be able to tune into the perceptions and awareness of yourself, as well as all team members. What’s in it for them? When you lead an improvement program from that premise, movement is initiated. People become intrinsically motivated.

Not for nothing, besides the “blue” approach (with precise and measurable tools), more and more attention is being paid to the “orange” side (the softer side in which personal leadership and ownership are central). In fact, the study The Inconvenient Truth About Change Management – Why it isn’t working and what to do about it shows that the two absolutely cannot work without each other. As many as seventy percent of change initiatives fail because there is too much blue or too much orange management. Fun fact, this is also where Symbol’s slogan is based: “Inspiring people, improving processes.

In the new training course Leading Change, you will learn how to make the two worlds reinforce each other. A tip of the hat? The only thing you can change is your own behavior. In other words, a good start starts with yourself. By recognizing and taking your own space. Consciously choose your own attitude. To connect and co-create from objectivity and openness. It is not often thought about, but the attitude and behavior you show as a manager, team leader or project leader play a major role in improvement projects. After all, you are an example to others. As a result, the behavior you exhibit impacts how others interact with you, with each other and with their responsibilities in the improvement process.

When you as a leader become more in your power, it makes for faster changes and a finer cooperation in the team. And how wonderful is it to work with people who are intrinsically motivated to make your improvement project a success, because it benefits the raison d’être (the why) of your organization and therefore themselves? It is possible, really. Improvement is everywhere. Just lead the change.

This blog was written by Martien Plasmeijer, Senior Trainer at Buro Kwadraat. Martien developed the Leading Change training for Symbol. Want to know more? Check out the details of this new training on our website.

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